Optimization consulting firm announces the first scalable road map for companies to triple exponential growth rates compared to their peers.

Los Angeles and New York, April 10, 2014 – Midsize or large companies with 250+ employees can now obtain a unique service to experience exponential value growth within their communities and industries.

According to a recent national study of CEOs, CFOs and senior HR executives led by corporate optimization expert, Rosalene Glickman and former Fortune 50 president, Richard Guha, 90% of top executives are unaware that companies with “Best Place to Work” designations on lists circulated by leading publications double value growth compared to their competitors. They erroneously perceive these designations as touchy-feely public relations initiatives.

Yet, independent studies conducted over 15 years confirm that the top 100 “Best Place to Work” companies in the Fortune 500 doubled average annual value growth (10.80%) versus their suboptimal competitors (4.81%), which led to a geometric value increase (320% versus 93%) between 1997 and 2012.

Companies on multiple “Best Place to Work” lists can typically increase value growth by an additional 50% over those that appear on just one list. Multiple “Best Place to Work” designations enable companies to reduce employee turnover, attract the best and brightest talent, dissolve mistrust and enhance relationships within the community, increase customer loyalty, and boost their relationships with legislators and regulators.

Glickman and Guha have already helped many well-known large companies achieve “Best Place to Work” distinctions with numerous media publications. These companies report a significant increase in employee retention, and major improvements early in the process of achieving their “Best-in-Class” designations.

“People jump out of bed each morning eager to go to work when their workplace enables them to be their best” Glickman says. Guha and Glickman also say that being on the short list of companies most people want to work for is a lot more multi-faceted than simply having the best cafeteria or offering top salaries.

Adds Guha, “It costs between $50,000 and $200,000 to replace an employee, depending on whether it is a junior or senior executive. Attracting and retaining the best and brightest is critical when it comes down to maximizing productivity and profits. Best-in-class companies do not put hard cash in their competitors’ pockets.”

After 26 years of research and refinement, Glickman developed a proven measurable program adapted and scaled to each client company’s size, industry, demographics, and structure. Glickman and Guha work with key managers assigned by the CEO as program leaders to conduct a gap analysis, determine critical success factors and insure that action plans are on target and met.

Rosalene Glickman, Ph.D., is the international best-selling author of Optimal Thinking, and president of The World Academy of Personal Development Inc., a Los Angeles-based optimization consulting firm. Her clients include Warner Bros., IRS, Johnson & Johnson, U.S. Army, Delta Airlines, and UCLA. Glickman has been featured on Bloomberg TV, Fox News, New York Times, Forbes, Inc., Woman’s World, and numerous other publications.

Richard Guha is the former President of Reliant Energy Retail, a Fortune 50 company (now part of NRG Energy, Inc.), and has led Fortune 500 companies and their international equivalents as a top manager, board member or consultant for more than 30 years. These companies include Procter & Gamble, Mars, Wal-Mart, AT&T, Wellpoint, BMW, Citibank, Coca-Cola, and over 100 others. He has been featured on CNBC, CNN, The Wall Street Journal, The Boston Globe, The Houston Chronicle, and numerous other publications.